HR Generalist/Operations Analyst

Job Description

Provides HR support to multiple functional and/or business client groups ensuring effective and impactful implementation of human resources practices, processes and programs that support organizational effectiveness and associate development.

Participates in the design and/or implementation of HR processes, practices, programs and initiatives that contribute to organizational success.

Accountabilities

• Works with client leaders to efficiently and effectively execute all annual client Human Resources processes for client organizations.
• These processes include HR Planning (Succession Planning), Performance Management and Development, & Compensation.
• Assists client groups with organizational capability and capacity analyses and planning, organization design, employee relations, associate engagement, organizational announcements.
• Acts as the trusted advisor of client leaders to assist them in carrying out their business and functional plans.
• Identifies and capitalizes on opportunities to drive &/or lead change. Facilitates change management initiatives within assigned client units incorporating a methodology that includes: a business case for change, identification of primary stakeholders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after action review assessments.
• Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance.
• Presents options to managers on organizational structure, roles & responsibilities, staffing levels, matrix management, etc.
• Consults with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc, and presents recommendations as part of organizational training needs assessment.
• In conjunction with HR Director, leads discussions on all decisions affecting reductions-in-force or layoffs (voluntary & involuntary) within their client organizations. Assists with the development and execution of such plans.
• Provides guidance to clients to objectively assess and bring to resolution employee relations issues, claims and charges. Looks for trends and root causes as opportunities to improve organizational/team and associate satisfaction. Tracks claims & charges and measures improvement.
• Works closely with hiring manager and talent acquisition partner to establish position requirements, necessary skills & competencies for current & future needs and successful recruitment strategy including sourcing.
• Leads the hiring manager and his/her team through effective assessment and selection methodologies using the company’s behavioral based selection methodology.
• Participates on the interview team
• Consult hiring manager on job offer and other conditions of offer to ensure internal and external equity and competitiveness, including relocation and expatriate assignments where appropriate.
• Consults with managers on all pay-related decisions including new hire offer, merit increases, market pricing data, incentive recommendations, stock option recommendations, career-related and other such adjustments.
• May develop annual salary ranges for specific career paths/functions
• Work with leadership team member during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers.
• Aid managers with all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance.
• Ensures legal compliance and provide constructive feedback to evaluator to improve quality of evaluation where necessary.
• May serve as a process owner for one or more sub-region HR process (i.e., HRP, PMP, Compensation Planning, Training and Development), managing special projects or processes related to process or program improvements for the sub-region.
• Lead special site-wide projects that arise. Understand the goal, develop and implement project process and develop and present sound proposal.
• May also implement selected solution.
• Responsible for other duties as assigned.

Qualifications

• 5-6 years professional experience as HR Generalist or HR Analyst role, with proven experience with change management, organizational effectiveness/development, policy development and administration, recruitment/selection, compensation, employment law, positive employee relations, performance management, HRIS and/or employee and management training/development.
• Experience supporting a diverse client group including technical, clinical, and professional employees at various employee and leadership levels.
• Experience working in mid/large complex environments and matrixed organization is desirable

Education and Certifications

• BS/BA degree in Business Administration, HR Management or related field.
• Professional of Human Resources (PHR/SPHR) Certification or advanced degree in related subject areas highly desired.